
Workers will need to be grouped into categories by "same work" or "work of equal value"
To comply with the transparency and reporting requirements under the Directive (see below), employers will need to group workers into non-arbitrary categories of "same work" or "work of equal value" using objective, gender-neutral criteria (skills, effort, responsibility and working conditions (without undervaluing relevant soft skills).
Job applicants and workers have specific rights to pay transparency
In relation to recruitment, the Directive requires Member States to implement laws providing for::
- the disclosure to job applicants of initial pay or salary range (or where applicable, the relevant provisions in an applicable collective bargaining agreement);
- a ban on questions on pay history; and
- a requirement to conduct non-discriminatory recruitment processes, including gender-neutral job adverts
For workers, Member States must implement laws which:
- make easily accessible objective, gender-neutral criteria for pay, pay levels, and pay progression. There is the potential for national legislation to exempt employers with fewer than 50 workers from this requirement;
- provide workers with written information on their pay level and average pay levels (by gender) for categories of workers performing "same work/equal value" within two months of a request;
- inform workers annually about their right to request the above information on pay level and average pay levels; and
- ensure workers are not prevented from disclosing their pay for equal pay enforcement purposes, including banning clauses in contracts prohibiting the disclosure of pay information.
Annual or three yearly reporting of gender pay metrics and remedying of gender pay gaps
Employers must report on set metrics as follows:
- Overall, median and mean gender pay gaps.
- Overall, median and mean gender pay gaps for complementary or variable components.
- Proportion of each gender receiving complementary or variable pay.
- Proportion of each gender in each pay quartile.
- Gender pay gaps by "category of workers" split between base and variable pay.
Thresholds and timing for reporting are as follows (although Member States may impose more onerous requirements):
Size of workforce | First report due | Frequency |
250 plus workers | First report by 7 June 2027 | Every year |
150 to 249 workers | First report by 7 June 2027 | Every three years |
100 to 149 workers | First report by 7 June 2031 | Every three years |
The accuracy of the report must be confirmed by management after consulting with workers' representatives. Employers must also provide the pay gap information to the relevant national authorities and may also publish it on their website.
A joint pay assessment will be required where a gap of at least 5% is found in any category of workers, which cannot be justified by objective, gender-neutral factors and which is not remedied within six months of reporting.
The joint pay assessment must be conducted in conjunction with worker representatives and must follow prescribed content and disclosure rules. It must be made available to workers, their representatives, the monitoring body and potentially the labour inspectorate and equalities bodies.
- Click here to see details of what a joint pay assessment must include:
- an analysis of the proportion of female and male employees in each category of workers;
- information on average female and male employees' pay levels and complementary or variable components for each category of workers;
- any differences in average pay levels between female and male employees in each category of workers;
- the reasons for the differences in average pay levels, on the basis of objective gender-neutral criteria, if any, as established jointly by the employees' representatives and the employer;
- the proportion of female and male employees who benefited from any improvement in pay following their return from maternity or paternity leave, parental leave or carers' leave, if any improvement occurred in the relevant category of workers during the period in which the leave was taken;
- measures to address differences in pay if these are not justified on the basis of objective, gender-neutral criteria;
- an evaluation of the effectiveness of measures from previous joint pay assessments.
Communicating and working with worker representatives
Worker representatives play a central role in many of the Directive's obligations including:
- agreeing objective gender neural criteria to enable the assessment of whether workers are in a comparable situation regarding the value of work;
- accessing pay data provided for by the Directive on a worker's behalf, together with additional reasonable clarification and details;
- being consulted on the accuracy of gender pay gap statistics with scope to request additional clarification; and
- being provided with details of a joint pay assessment which may be required to be carried out where a qualifying gender pay gap exists.
"Workers' representatives" are stated to be those "in accordance with national law and/or practice". Explanatory notes explain that a representative "could be trade unions or other workers' representatives" and if there are no worker representatives, "workers should be able to be represented by a representative of their choice".
Compensation and penalties for non-compliance
Member States will need to reflect the Directive's enforcement regime, which provides for unlimited compensation for breaches and for the employer to bear the burden of proof that the transparency duties are met. A minimum limitation of three years must be set.
The Directive also provides for courts and/or authorities to stop any infringement and to take measures to comply with the legal requirements and for Member States to set deterrent fines.